{
  "id": 17193177,
  "title": "Most firms now use AI in HR processes, with human sign-off required 85% of the time: Survey",
  "url": "https://urgent.news/2026/10/30/most-firms-now-use-ai-in-hr-processes-with-human-sign-off-required-85",
  "topic": "ai",
  "section": "AI",
  "published": "2026-10-30T07:00:52.000Z",
  "source": {
    "name": "CNA - Singapore",
    "slug": "cna-singapore",
    "url": "https://www.channelnewsasia.com/singapore/ai-human-judgment-hr-recruitment-resume-screening-6505731"
  },
  "original_language": "en",
  "account": "Most firms in Singapore now utilise artificial intelligence for human resources functions, but human sign-off remains essential in 85% of cases, according to a survey conducted by the Singapore National Employers Federation (SNEF). The survey examined 3,000 AI use cases in HR among 1,000 employers in Singapore, revealing that 85% of these cases still require human confirmation after AI generates input. The remaining 15% of use cases see AI making decisions without human intervention. AI is primarily employed in routine or high-volume administrative tasks, such as resume screening and skills assessments, accounting for 73% of the surveyed use cases. Employers often designate someone, like the head of HR or supervisor, to intervene and alter or reverse AI decisions if necessary. Large organisations are more likely to implement AI in HR processes, with 81% of firms with over 200 employees utilizing AI, compared to 65% of SMEs with 200 or fewer employees. SNEF president Kuah Boon Wee emphasized that the level of oversight should align with the stakes involved, recommending lighter monitoring for routine tasks and closer supervision for decisions that impact employees' livelihoods. AI adoption is more prevalent in the early stages of an employee's relationship with an organization, such as candidate screening, learning personalization, and mobility within the company. However, reliance on AI is lowest when handling separation and exit matters. Overall, employers prefer using AI in high-volume processes where it can supplement, rather than replace, professional judgment. Concerns about potential bias in AI hiring tools have led to lawsuits in the United States, prompting employers to implement safeguards and ensure fairness in the recruitment process. Employers are generally aware of relevant frameworks and liability laws, and 84% of respondents were very or extremely familiar with them. The most common concerns regarding AI adoption in HR include over-reliance on technology eroding HR capabilities (39%), trust versus professional judgment (36%), accountability for AI errors (35%), and insufficient training on responsible use (31%). To address these concerns, SNEF has developed a pre-scoped solution for firms, covering strategic HR alignment, AI automation, workforce transformation, and skills analytics using AI.",
  "summary": "Large organisations are more likely than SMEs to use AI in HR functions, but on the whole employers still value human judgment, says the Singapore National Employers Federation.",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}